We are a cross-industry, global professional women's network committed to the success and economic engagement of women. Our community is made up of successful, motivated and passionate professional women with one common believe - that investing in themselves and in other women is good business. We provide our members opportunities to connect online and through in-person networking events, to learn through our on-demand educational webinars and invest their time and experience in other women. Learn more: www.ellevatenetwork.com

Brain Science And 12 Steps To Employee Loyalty

Loyal employees can bring some BIG benefits. First and foremost, loyal employees satisfy customers. And, satisfied customers become loyal customers (a/k/a repeat business) who generate new business referrals and are less price-sensitive. Additionally, loyal employees who tend to stay put, help keep recruiting and training costs down. However, don’t confuse longevity with loyalty. Just because someone is there long-term doesn’t mean that he is loyal.

True employee loyalty is the result of a commitment to produce coupled with a feeling of connection. Biologically speaking, this means that your loyal employee is positively engaging her cerebral cortex, the part of the brain responsible for information processing and executive functions such as planning, reasoning and abstract thought, as well as her limbic system, the part of the brain responsible for her emotional life.

Your job is to activate both parts of her brain. This is no small task, as stimulating thinking and feeling will require different actions on your part. As a start, following these 12 steps will take you in the direction you need to go.

1. Set a good example. Take work seriously. If you are out shopping or busy making plans for the weekend, your direct reports will follow suit.

2. Provide a forum. Allow time for sharing thoughts and experiences. This activates the brain’s reward system and provides the same shot of dopamine we get from sex, food and exercise.

3. Create clear boundaries. Members of your team may have many friends, but there should only be one “boss.” Yes, you want to be friendly, but not at the cost of relinquishing your unique role and position. Most employees will be delighted to have an employer they can count on to make difficult decisions, call the shots, and resolve awkward or burdensome problems – tasks they would never present to a friend or co-worker.

4. Outline each employee’s sphere of responsibility. Everyone should be clear about where his own domain starts and stops. This definition fosters a sense of pride while preventing boundary overstepping and turf wars.

5. Be loyal. Avoid threats and actions that might trigger an instinctual fight or flight response. Instead, carefully present your criticisms and see “mistakes” as opportunities for learning. The fight or flight is processed in the instinctual part of the brain, often referred to as the reptilian brain. When an employee feels belittled or criticized, his reptile brain will kick in and it’s very difficult to get him to feel safe enough to trust you again. This becomes a set-up for all sorts of passive-aggressive behaviors.

6. Do good deeds. Create an outreach plan that provides staffers with a chance to interact with, and give back to, the larger community in a positive way. Like self-disclosure, altruism activates the brain’s dopamine reward system.

7. Reward your team. Money cannot buy loyalty, but money does serve as a metaphor, telling your employees how much you value them. Fair wages, appropriate raises, and an occasional treat can go a long way.

8. Cultivate peak performance. Provide training and development opportunities so that your employees can learn and grow. And, as they develop, challenge them to set and meet higher expectations.

9. Foster a team mentality. Encourage your employees to communicate their ideas and allow them to influence company practices and policies. Likewise, share your own vision for the future and your thoughts as to how you will all get there together.

10. Recognize and respond. Everyone appreciates positive feedback. And, once it becomes clear that you are willing and able to provide it, most employees will go the extra mile to get it.

11. Practice the Platinum Rule. None of this is one-size-fits-all. Each employee should be seen as an individual; what works in some cases will bring disaster in others. Forget the golden rule – don’t treat your employees, as you want to be treated. Instead, find out what each of them needs and wants and proceed with that in mind.

12. Be yourself. Find your own management style. Somewhere between “surrogate mother,” who is more care-taker then boss and the Leona Helmsley/“Queen of Mean” stereotype, who responds to employees with contempt and ridicule, each of us can find our own happy medium.

Elinor Robin, PhD is a Mediator and Mediation Trainer specializing in Workplace and Family Conflict Management. Learn how Elinor can help you at www.ElinorRobin.com, www.elinorrobin.blogspot.com, and @ElinorRobinPhD.

Post Your Comment

Post Your Reply

Forbes writers have the ability to call out member comments they find particularly interesting. Called-out comments are highlighted across the Forbes network. You'll be notified if your comment is called out.